Environmental ScanBased on the environmental data, some factors that suggest Tanglewood might have difficulty filling positions is based on retail work is not desirable to recent college graduates. Tanglewood would like to hire those that can start lower at shift level and move up the chain and have college background. However retail is not the more desirable market since it has long hours, low pay, and conflict with lower-level employees.

Developing a plan of action takes careful planning. Tanglewood has to look at the percentage of employees needed each year for each position. During the first two years, store associates will be needed mainly with 50% increase of shift leaders during year two....

...Case2
Specific Assignment Details
For the store manager group, you will analyze the information and prepare a report showing the results of the Markov analysis and the EEO investigation. The Director asked you to address these questions in your written report:
1. Currently the organization expects that their forecast for labor requirements is essentially constant from the previous year. Based on this assumption complete the five stages of the planning process:
a. Currently the organization expects that their forecast for labor requirements is essentially constant from the previous year. This means the forecast for next year will be taken as given.
b. Fill in the empty cells in the forecast of labor availabilities in Table 1.1. (see below)
c. Conduct an environmental scan. Based on the environmental data, what factors in the environment suggest Tanglewood might have difficulty filling their vacancies in the future? (see below)
d. Compute year end totals for each job in Table 1.1 and do a gap analysis to determine where shortages will occur in the next year.
e. Develop a preliminary statement of the action plan for hiring for Washington next year. This should be an overview of the number of individuals needed to meet projected staffing levels for various positions that can be given to store managers. Make sure that your recommendations take the strategic staffing levels issues from the...

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TanglewoodCase Study #2
Markov Analysis
Table 1.1
Current Workforce
1
2
3
4
5
Exit
8500
=
4505
510
3485
1200
600
192
850
493
102
150
9
69
12
50
33
17
Gap Analysis
1
2
3
4
5
Exit
Year End total
4505
1110
694
171
45
External Hires needed
3995
90
156
-21
5
Environmental Scan
Tanglewood has a very complex environment with both external and internal forces working for and against the company at the same time. The data in table 1.1 shows that Tanglewood will lose 53% of its workforce this year due to retention issue that will require a large pool of entry level store associates to be hired. Shift leaders will also see a reduction of 50% requiring the promotions of 600 new shift leaders from current sales associates.
The culture of promoting from within creates strong work ethics among those employees wishing to attain more responsibility within Tanglewood. Urban areas may offer the level of sales associates required within the next year, and by offering higher than average pay may create a higher level of satisfaction to retain employees.
Action Plan for Hiring in Spokane, Washington
Staffing levels for the next year will follow the historic...

...Forecast of Labor
2. Markov Analysis Information
3. Demographic Categories
4. Promotion Practices
5. Organizational Memo
Forecast of Labor:
MGT Consulting gathered information from the previous year (2010) and used a Markov analysis to generate a plan of action for the employment needs for Tanglewood in 2011. The Washington market is very stable for Tanglewood and we decided that the current workforce will be sufficient for the 2011 forecast. There are 10750 current employees in the Tanglewood stores in this region. The corporate structure within Tanglewood is well known for its advancements of employees throughout the chain of command, so MGT Consulting feels that it is safe to say you will be promoting the close to the same amount as 2010. The 2010 Markov Analysis showed you will have 5732 job positions available for 2011. Tanglewood is going to promote 510 store associates to a shift leader position and will lose 4335. There will be 192 shift leaders promoted to a department manager position and 51 department managers given assistant store manager duties. After a projected 17 store managers will be leaving your firm you will promote 12 assistant managers to the store manager position.
The environmental scans surrounding the Washington area have shown us the labor markets are very soft. The unemployment rates in the area are high and that tells us that it has been...

...TanglewoodCase2
The environmental scan for Tanglewood is very complex. According to the scan, there is a consistent supply of qualified individuals to fill managerial positions; however, it has been determined that Tanglewood may experience difficulties completing this task for several reasons. First, retail is often viewed as an undesirable market for recent college graduates. Secondly, many associate retail with working long hours, low pay, and frequent conflict with lower-level employees. These factors lessen as individuals move up in management, but many qualified candidates don't want to invest years of employment to reach this goal. Lastly, the hiring policy at Tanglewood requires employees to enter as store associates and slowly move up the hierarchy. Tanglewood strives to promote extensively from within, and its internal staffing strategy is seen as the real strength for the company, and a tool to increase the retention of lower level employees.
Markov Analysis
Action Plan
According to the forecast of labor requirements found in Table 1.1, next year’s projections suggest Tanglewood will need 4.845 store associates, 42 shift leaders, 105 department managers, 21 assistant managers and 5 store manager. Based on Tanglewood’s practice of hiring internally, our hiring efforts will focus of hiring additional store associates. We will hire...